CHAPTER 3 :

WORKFORCE FOCUS
•TOTAL QUALITY
MANAGEMENT
 Customer
Understand
RECAP Satisfaction
and
Identify
customers
customers
needs
engagement

Linking
customer
CHAPTER 2: needs to
Building a
customer-
Ways on how to
manage
design,
CUSTOMER production,
focused
organization
customer
relationships
and service
FOCUS delivery Measuring
Customer
Satisfaction
and
engagement

Workforce Focus
 Describe the Describe a
evolution of high
workforce performance
Management work culture
Discuss how to
assess
Explain how
workforce
to design high
LEARNING performance
effectiveness,
satisfaction,
work system
OBJECTIVES and
engagement
Explain how
to sustain high
perfromace
work system

Workforce Focus
WORKFORCE
Refers to everyone who is actively
involved in accomplishing the work of an
organization.

Workforce Satisfaction is strongly

related to customer satisfaction, and
ultimately to business performance.

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 Frederick W. Taylor
promulgate the departure from the
craftmanship concept.(1990’s)

THE EVOLUTION OF -He introduce a management

WORKFORCE approached knowns as Scientific
Management that focuses on the
MANAGEMENT idea of scientific selection of
employees based on their
capabilities.
 Hawthorne Studies
The Hawthorne Studies are
credited with focusing
THE EVOLUTION OF managerial strategy on the
WORKFORCE socio-psychological aspect of
MANAGEMENT
human behavior
organizations.
 Workforce
Management
also called Human Resource
Management or HRM- this is a
organizational function which
facilitates the most valuable asset
of the organization –its employees

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Workforce Focus
Workforce
Management
Three Stages of Employment Cycle
1. Pre Hire -Planning , Job Analysis

2. Hire -Recruitment and Selection

3. Post Hiring -Training and Development

Appraising ang managing
performance
Compensation
Health and Safety
Separation

8
Workforce Focus
Workforce
Management
Strategic Human Resource
Management
- Is concerned with the contributions
HR strategies make organizational
effectiveness, and how this
contributions are accomplished.

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Workforce Focus
High Performance
Work Culture
Performance- simply means the extent to
which individual contributes to achieving the
goals and objectives of an organization.

High Performance- refers to work

approaches used to systematically pursue
ever-higher level of overall organizational and
human performance.

Presentation Title
High Performance
Work Culture
Kay Kendall and Glenn Bodison
propose five “Conditions of
Collaboration” that characterized a
culture of high performance:
1. Respect
2. Values
3. Purpose
4. Communication
5. Trust
Principles of Workplace
Engagement and Motivation
Workforce Engagement
-refers to the extent of workforce
commitment , both emotional and
intellectual , to accomplishing the work,
mission, an vision of the organization.
-employees are motivated through exciting
work, responsibility, and recognition.
Engagement means that workers
find personal meaning and
motivation in their work.

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Presentation Title
 Principles of Workplace Engagement and Motivation
Top 10 Drivers of Workforce Engagement
1. Commitment to Organizational values
2. Knowing that customers are satisfied with products and services.
3. Beliefs that opinions count
4. Clearly understand work expectations
5. Understand of how personal contributions help meet customer needs.
6. Being recognized and rewarded fairly
7. Knowing that senior leaders value the workforce
8. Being treated equally with respect
9. Being able to concentrate on the job and work processes
10. Alignment of personal work objectives to work plans
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 Principles of Workplace Engagement and Motivation

Employee Involvement (EI)

-refers to any activity by which employees participate in work
related decisions and improvement activities, with the
objectives of tapping the creative energies of all employees
and improving their motivation.
Employee suggestion system
Is a management tool for the submission,
evaluation, and implementation of an employee's
idea to save cost, increase quality, or improve other
elements of work such as safety.

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 Principles of Workplace Engagement and Motivation

MOTIVATION
Saul W. Gellerman defined motivation as “the art
of creating conditions that allow every one of us,
warts and all, to get his work done at his own peak
level efficiently.
-Motivation refers to the process that guides and
maintains behaviors that help employees work
towards a particular goal or effectively perform tasks.

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 Principles of Workplace Engagement and Motivation

MOTIVATION
2 MOST COMMON TYPE OF MOTIVATION
•Extrinsic motivation: This type of
motivation refers to factors that are
outside of the person,

•Intrinsic motivation: is a type of

motivation that occurs within the individual

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 Principles of Workplace Engagement and Motivation

FACTOR’S OF MOTIVATION

FACTORS OF MOTIVATION
•Leadership
•Recognition and Appreciation
•Meaning and Purpose
•Positive Company Culture
•Professional Development Opportunities
•Job Enhancement Opportunities
•Financial Benefits
•Flexible Work Schedules
•Pride
•Open Communication
•Staying up to date on Company Matters
•Job Security
•A positive work environment

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 DESIGNING HIGH PERFORMANCE WORK SYSTEM

WORK AND JOB DESIGN

Work Design –refers to how employees are
organized in formal and informal units, such
as department and teams

Job Design – refers to responsibilities and task

assigned to individuals.
Job design Characteristics:
1. Task significance
2. Task Identity
3. Skill Variety
4. Autonomy
5. Feedback from the Job
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 DESIGNING HIGH PERFORMANCE WORK SYSTEM
WORK AND JOB DESIGN

Several common approaches to work design :

1. Job Enlargement
2. Job Rotation
3. Job Enrichment

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 DESIGNING HIGH PERFORMANCE WORK SYSTEM

EMPOWERMENT
-simply means giving people authority.

TEAMWORK

Team – is a group who work together and

cooperate to share work and responsibility.
Teamwork breaks down the barriers among
individuals, departments, and line and staff
functions.

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 DESIGNING HIGH PERFORMANCE WORK SYSTEM

TEAMWORK
Most Common Teams are:
1. Management Teams
2. Natural Work Teams
3. Self-Managed Teams
4. Virtual Teams
5. Quality Circles
6. Problem Solving Teams
7. Project Teams

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 DESIGNING HIGH PERFORMANCE WORK SYSTEM
WORKPLACE ENVIRONMENT
Employee’s are the key stakeholder of any
organization. Health and Safety have always
been priorities in the most companies.

Workforce Learning and Development

Compensation and Recognition

-refers to all aspect of pay and reward,
including promotions, bonuses, and
recognition, either monetary and non-
monetary, individual or group.
Performance Management
Performance Appraisal- is a process
for subjectively evaluating the quality of an
employees work
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 ASSESSING WORKPLACE EFFECTIVENESS, SATISFACTION, AND
ENGAGEMENT
-Voice of the employee’s (VOE)
-Formal Surveys

MEASURING WORKFORCE ENGAGEMENT

Q12 –an instrument implemented by the
GALLUP ORGANIZATION
These include factors like knowing what is
expected in one’s work; having the right
materials and equipment to do the job,
receiving recognition and feedback on
progress and development; having opinions
that count, feeling of importance of the job;
and opportunities to learn grow and develop.

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End of Discussion